Description

Philadelphia Industrial Development Corporation (PIDC) is Philadelphia’s public-private economic development corporation. Our mission is to spur investment, support business growth, and foster developments that create jobs, revitalize neighborhoods, and drive growth to every corner of Philadelphia. You can learn more about PIDC at www.pidcphila.com.

PIDC is committed to driving transformative growth for Philadelphians with a human-centered approach by directing our financial and real estate services, knowledge, and networks toward creating a vibrant and sustainable Philadelphia. To achieve this mission, PIDC focuses on five areas:

   CAPACITY: Create and sustain internal capacity and external partnerships to scale the availability and breadth of economic development resources and solutions.
   CAPITAL ACCESS AND SERVICES: Expand financing and business support services to benefit communities that have difficulty accessing capital.
   LAND USE: Catalyze development of projects that create quality jobs and advance economic growth. , and mote sustainability.
   KNOWLEDGE AND NETWORKS: Share knowledge and networks to respond to clients, partners, and market needs. knowledge and networks to respond to client
   EMPLOYEE WELL-BEING: Elevate the physical, mental, and financial well-being of PIDC employees and provide opportunity for each to thrive and grow professionally.

PIDC is governed by a thirty-member Board of Directors, appointed by the Mayor of Philadelphia and the President of the Greater Philadelphia Chamber of Commerce. The staff includes approximately 65 full-time employees with a 9-member senior leadership. The organization’s annual budget of approximately $12M is funded by a combination of fees generated by PIDC’s transaction activities, service and management contracts, and contributed revenue.

Over the past 65+ years, PIDC has settled over 13,500 transactions with a diverse range of clients — including nearly $21 billion of financing and 3,400+ acres of land sales — which have leveraged tens of billions of dollars in total investment and assisted in retaining and creating hundreds of thousands of jobs in Philadelphia. For more information, please visit: pidcphila.com. 
  

POSITION SUMMARY

The senior-level Human Resource Business Partner (HRBP) will serve as a strategic partner to business leadership and as an advocate for employees, ensuring that PIDC’s Human Resources (HR) strategy and operations support PIDC’s mission, culture, business goals and evolving organizational needs. The HRBP will work across the employee lifecycle—from talent acquisition, development, performance management, employee relations, to retention and succession—while aligning with the business units to deliver value-added HR solutions.

Requirements

Key Responsibilities  

Act as a trusted advisor to business unit leaders and managers on all HR-related issues, including workforce planning, talent management, performance, engagement, change management and organizational design.

Collaborate with HR external partners (compensation & benefits, learning & development, HR operations) to ensure consistent service delivery and alignment with business needs.

Partner with business leadership to identify staffing needs, develop comprehensive recruitment strategies, onboarding programs and materials, and support hiring, promotions, transfers, and exits.

Drive performance management processes: coaching managers on goal setting, feedback, development plans, performance improvement, and recognition.

Support talent development and succession planning initiatives: identify skill gaps, partner on training/learning solutions, mentor and coach employees.

Lead or support employee relations cases: investigations, conflict resolution, disciplinary actions, terminations, policy interpretation, and ensuring compliance with employment laws/regulations and HR policy.

Use HR metrics, data and dashboards to provide insights into workforce trends (turnover, engagement, diversity, performance) and partner with leadership to act on those insights.

Support change initiatives (organizational restructuring, new programs, culture initiatives) and help change-management efforts (communication, training, stakeholder alignment).

Ensure HR policies, practices and processes are applied consistently, fairly and in alignment with PIDC’s values and relevant regulatory/legal requirements (federal, state, local).

Serve as an internal champion of PIDC’s culture, promoting inclusion, engagement, employee well-being, and a high-performing environment. 

Required Qualifications

Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology or related field.

Minimum of 5 years progressive HR experience (generalist or business partner role) in a dynamic environment; experience in nonprofit, development or mission-driven organizations is a plus.

Strong experience partnering with business leadership and managing a full spectrum of HR functions: talent acquisition, performance management, employee relations, development.

Proven ability to influence at all levels, communicate effectively (verbal and written), and build trusted relationships.

Solid working knowledge of employment laws, HR best-practices, investigations and employee relations.

Comfortable using HRIS/HR analytics tools, interpreting HR metrics and presenting actionable insights.

Change-agent mindset with ability to manage multiple priorities, drive results in a fast-paced, sometimes ambiguous environment.

Demonstrated integrity, discretion and respect for confidentiality.

Resident of the City of Philadelphia or willing to relocate within six months of employment.

Preferred: SHRM-CP/SHRM-SCP, PHR/SPHR, or equivalent certification; experience in economic development, real estate or mission-driven organization.

Competencies

   Business Acumen: Understands the business, context and drivers; speaks the language of leaders.
   Consultation & Partnering: Builds effective relationships, advises and influences.
   HR Expertise: Solid knowledge of HR functions and employment law.
   Communication: Clear, impactful, able to tailor message to audience.
   Change Management: Leads or supports change with purpose and people-centered approach.
   Data-Driven: Uses metrics and analytics for decision-making and recommendations.
   Culture & Engagement: Promotes inclusion, employee well-being and a positive work environment.

Working Conditions & Other

Hybrid work arrangement may be available (office + remote) depending on business needs.

Some travel within Philadelphia region may be required for organizational meetings, supplier/partner visits or training sessions.

Participation in occasional evening or weekend events may occur depending on go-to-market, community events or organizational initiatives